Essay Question #1
I believe that if the Hawthorne Studies were to be conducted today, I think that we would find that many of the results would be very similar to those found in the 1920’s, because many of the studies conducted allowed workers to express how they felt about their work conditions, to have breaks and down time, and to be able to socialize with their coworkers freely. The people in this study and the people who experienced management under that Classical Theory most likely had a need to feel like they were not being taken advantage of anymore. Their main concern was to feel like they were being treated fairly and able to voice their feelings about their work conditions. I don’t think this need to feel comfortable, have breaks, …show more content…
The Human Resources approach focused on allowing the employee to be creative and inventive, have a voice and communicate in all directions, and making them feel like they were important to the goals of the organization, while also allowing the managers to use the worker’s innovation to progress the organization. The Human Resource approach addressed the shortcomings of the Human Relations approach, which was 1) the fact that there was no correlation between “happy” workers and productivity and 2) in the studies conducted that helped form the Human Relations approach, the behaviors of the participants did not necessarily match their attitudes. One of the principles that separates Human Relations and Human Resources is the “Paradox of Participation” stating that in order for the Human Resources approach to work, the workers need to feel like they are really making a difference in the organization’s advancements. The “up side” to the Human Resource approach is that it allows employees to not only feel like they are individuals, but also makes them feel like they are contributing to something that is bigger than themselves, which in turn makes them feel like happier and more fulfilled. A “team approach” is used and is flexible to learning and different kinds of mindsets. Human Resources includes training that is necessary for …show more content…
They also met with people who worked with ESPN and made sure that the live coverage of sports events would not put us out of compliance with any contracts. The department also brainstormed possible places that Falcon Radio could be housed and met with people in charge of facilities at NDC. The Programming team brainstormed about what types of music and radio programming would be attractive for students to listen to, how we could incorporate live shows with current events, sports, and campus activities. The Training & Operations team began to put together a training manual so that the future members of the station that were inducted could be trained properly, how strikes would be given to those who do not follow rules, and what to do if a member ever needed to be fired from the station. Finally, the Marketing team completed a social media application for the radio station, found faculty moderators to watch over those running the social media, found school approved logos and banners for the Twitter page, created an official Notre Dame email account, and constructed a Strategic Marketing Plan that leaves an outline for future members to
I believe that if the Hawthorne Studies were to be conducted today, I think that we would find that many of the results would be very similar to those found in the 1920’s, because many of the studies conducted allowed workers to express how they felt about their work conditions, to have breaks and down time, and to be able to socialize with their coworkers freely. The people in this study and the people who experienced management under that Classical Theory most likely had a need to feel like they were not being taken advantage of anymore. Their main concern was to feel like they were being treated fairly and able to voice their feelings about their work conditions. I don’t think this need to feel comfortable, have breaks, …show more content…
The Human Resources approach focused on allowing the employee to be creative and inventive, have a voice and communicate in all directions, and making them feel like they were important to the goals of the organization, while also allowing the managers to use the worker’s innovation to progress the organization. The Human Resource approach addressed the shortcomings of the Human Relations approach, which was 1) the fact that there was no correlation between “happy” workers and productivity and 2) in the studies conducted that helped form the Human Relations approach, the behaviors of the participants did not necessarily match their attitudes. One of the principles that separates Human Relations and Human Resources is the “Paradox of Participation” stating that in order for the Human Resources approach to work, the workers need to feel like they are really making a difference in the organization’s advancements. The “up side” to the Human Resource approach is that it allows employees to not only feel like they are individuals, but also makes them feel like they are contributing to something that is bigger than themselves, which in turn makes them feel like happier and more fulfilled. A “team approach” is used and is flexible to learning and different kinds of mindsets. Human Resources includes training that is necessary for …show more content…
They also met with people who worked with ESPN and made sure that the live coverage of sports events would not put us out of compliance with any contracts. The department also brainstormed possible places that Falcon Radio could be housed and met with people in charge of facilities at NDC. The Programming team brainstormed about what types of music and radio programming would be attractive for students to listen to, how we could incorporate live shows with current events, sports, and campus activities. The Training & Operations team began to put together a training manual so that the future members of the station that were inducted could be trained properly, how strikes would be given to those who do not follow rules, and what to do if a member ever needed to be fired from the station. Finally, the Marketing team completed a social media application for the radio station, found faculty moderators to watch over those running the social media, found school approved logos and banners for the Twitter page, created an official Notre Dame email account, and constructed a Strategic Marketing Plan that leaves an outline for future members to